OfferLetter is a decision‑support micro‑SaaS that creates a first‑draft offer letter from three fields you fill in: job title, total compensation, and start date. The tool adds a set of standard clauses and a short note that reflects the legal jurisdiction you select. After the draft appears you review it, edit any wording, and then use it as a basis for the final offer you send to a candidate.
You type the exact title you intend to use, for example “Senior Software Engineer” or “Marketing Manager”. The field accepts free text so you can include level indicators, team names, or any internal code you use. The tool stores the string exactly as you entered it and later places it in the header and the opening paragraph of the letter.
You fill in three sub‑fields: base salary, bonus target, and equity grant. Each sub‑field expects a number and a currency selector. If you only have a base salary you can leave bonus and equity at zero. The tool adds a thousands separator and the currency symbol automatically, producing lines like “Base salary: USD 150,000 per year”.
You choose a calendar date for the employee’s first day. A dropdown lets you pick the jurisdiction that governs the employment relationship (for example California, New York, or Ireland). The jurisdiction choice drives the note that appears at the bottom of the draft.
When you press the “Create letter” button the tool runs a simple template engine. It inserts the role into the greeting, places the compensation block after the opening paragraph, and appends a preset list of clauses. The jurisdiction note is pulled from a small JSON file that maps each region to a sentence about at‑will employment, notice periods, or probation rules.
The output appears in a read‑only textarea. You can copy the text to your editor, or you can edit directly in the box. Because OfferLetter is decision‑support software you must verify that the numbers are correct, that the role matches the approved requisition, and that the jurisdiction note fits any collective bargaining agreement that may apply. Once you are satisfied you download the plain‑text file or copy it into your HR system.
The title field accepts up to 80 characters. You can include abbreviations (Sr., Lead) or department tags (– Growth). The tool does not alter case or punctuation; it preserves exactly what you type.
Each numeric entry is validated to be zero or positive. If you enter a negative number the form shows an inline warning and blocks submission.
The date picker limits selection to dates that are at least one day in the future and no more than six months ahead. This mirrors typical hiring cycles and prevents accidental back‑dating.
The list contains the 50 U.S. states, the District of Columbia, and a handful of frequently used international options (UK, Ireland, Germany, Canada‑Ontario). Selecting a jurisdiction triggers the load of the corresponding note snippet.
Every draft includes the following clauses, written in plain language and reviewed for consistency with typical U.S. employment practice.
| Clause | Plain‑language summary |
|---|---|
| At‑will employment | Either party may end the relationship at any time, with or without cause, subject to any applicable notice period. |
| Confidentiality | You agree to keep company information secret during and after employment. |
| Invention assignment | Anything you create that relates to the company’s business belongs to the company. |
| Non‑solicitation (employees) | For six months after leaving you will not ask current employees to join you elsewhere. |
| Non‑solicitation (customers) | For twelve months after leaving you will not approach the company’s customers for your own benefit. |
| Compliance with policies | You must follow the employee handbook and any security or data‑protection rules. |
| Governing law | Any dispute will be resolved under the laws of the chosen jurisdiction. |
The table above shows the exact wording that is inserted. You can delete any clause you do not need, but the tool keeps them as a starting point to reduce the chance of forgetting a standard protection.
OfferLetter does not try to replace a lawyer. Instead it adds a short, jurisdiction‑specific sentence that highlights a common rule you may want to double‑check. The note is drawn from two public sources that outline best practices for AI‑assisted decision support and for managing risk in automated systems.
For example, if you select California the note reads: “California law presumes employment is at‑will unless a written contract states otherwise.” If you choose New York the note says: “New York requires notice of termination for employees covered by certain collective bargaining agreements.”
The underlying data comes from the NIST AI Risk Management Framework, which you can review here: https://www.nist.gov/itl/ai-risk-management-framework. The framework advises that any automated output should be accompanied by a clear statement of its limits and the context in which it was produced.
Additionally, the tool checks the OWASP Top 10 for Large Language Model Applications to avoid common pitfalls such as prompt injection or over‑reliance on generated text: https://owasp.org/www-project-top-10-for-large-language-model-applications. This list reminds us to treat the draft as a suggestion, not a final legal document.
When you change the jurisdiction selector the note swaps out instantly. The sentence is always under 25 words, uses plain language, and contains no legal jargon beyond the required terms (at‑will, notice period, governing law). You are free to edit the note, replace it with a longer clause from your counsel, or remove it entirely if your template already covers the point.
Most users click the “Copy” button, open Google Docs or Microsoft Word, paste the text, and then adjust formatting (font, line spacing, company logo). Because the draft is plain text you can apply your corporate style sheet without fighting hidden markup.
If you prefer to stay in the browser you can click inside the output area and type directly. The tool does not re‑format your changes; it simply shows what you type. This is useful for quick tweaks like changing “per year” to “per annum” or swapping a bonus percentage.
OfferLetter does not store a history of your edits. If you need to keep a record of each version you should copy the draft into your document management system before you start editing. The tool’s role is to give you a clean starting point, not to act as a collaboration platform.
After you are satisfied with the wording you typically:
Each of these steps is outside the scope of OfferLetter. The tool stops once you have a readable text block that you can move into your existing workflow.
OfferLetter is not a law firm. It does not give legal advice, and the clauses it inserts are not guaranteed to be suitable for every situation. You must have a qualified attorney review any letter that will be sent to a candidate, especially if you operate in a regulated industry or if the role includes special terms such as relocation bonuses, severance plans, or equity vesting schedules that differ from the standard.
OfferLetter does not promise 100 % accuracy. The tool pulls data from the fields you type; if you enter a wrong salary figure the draft will reflect that mistake. It also does not know about collective bargaining agreements, internal equity guidelines, or recent changes to state law that have not yet been added to its jurisdiction notes. You are responsible for confirming that the note matches the current rulebook.
OfferLetter is not a fully automated hiring system. It does not create the job requisition, does not run background checks, and does not send the offer to the candidate. Those steps remain in your applicant tracking system or email client. The software only helps with the wording of the offer letter itself.
OfferLetter does not use any hidden machine‑learning model that learns from your data. The template engine is rule‑based and runs entirely in the browser. No data leaves your device unless you choose to copy or download the text. This keeps your compensation details private.
Finally, OfferLetter is not a substitute for a thorough onboarding process. A well‑written letter is only the first piece of a successful hire; you still need to prepare equipment, schedule introductions, and set clear performance expectations.
A clean offer letter, drafted in a minute.